In May 2016, the Department of Labor (DOL) published new rules that will increase the minimum salary requirement to be considered exempt from overtime under the Fair Labor Standards Act (FLSA). The DOL estimates that approximately 4.2 million workers will be impacted. While the final rules don’t take effect until December 1, 2016, employers should act now to assess the impact on their business and develop a plan for compliance.

Now is also a good time to ensure that your pay practices comply with the FLSA. Classifying workers and knowing when to pay employees for time spent traveling, in training, or during rest breaks can be confusing.

In this one-hour presentation we will cover:

An overview of the FLSA

Exempt vs. non-exempt status

DOL’s changes to exemption criteria

New minimum salary requirements effective December 2016

Options for complying with the final rules

How the final rules impact policies and practices related to after-hours work, overtime and time tracking

Independent contractor vs. employee tests

How to handle pay related to off-the-clock work, travel, training and more

Note: The audio for this webcast will be provided by your computer

Approved for 1 HRCI and SHRM credit. One CPE credit will be offered with this webcast.